Demography plays a fundamental role in shaping the landscape of human resources.The interdependent relationship between these two fields is observable in the workforce composition,labor market trends,talent management...Demography plays a fundamental role in shaping the landscape of human resources.The interdependent relationship between these two fields is observable in the workforce composition,labor market trends,talent management strategies and on learning.Changes perceived in demographic changes are shaping and transforming human resources management.In an era marked by demographic shifts,technological advancements,and evolving work preferences,organizations are facing the need to understand and adapt to the changing demographics to effectively manage their human resources.This article explores how demography influences human resource(HR)with a special highlight on the management of multigenerational workforce.展开更多
The pandemic highlighted significant gaps in the public health infrastructure impacted by shortages of public health workers, an undertrained workforce, and years of disinvestment. These gaps required innovative probl...The pandemic highlighted significant gaps in the public health infrastructure impacted by shortages of public health workers, an undertrained workforce, and years of disinvestment. These gaps required innovative problem-solving by public health agencies (PHAs), including local health departments (LHDs), to respond to rapidly changing community conditions during and after the pandemic. Many schools and programs of public health (SPPH) worked with PHAs to mobilize public health (PH) students through practice-based teaching (PBT). Current research indicates PBT benefits all stakeholders—PHAs, students, faculty, SPPH, and ultimately the community served. However, more research is needed on the utility of PBT in addressing a community’s systemic public health issues, the extent to which the academic-community collaboration enhances a PHA’s capacity, and the impact of the pedagogy on preparing the workforce for an evolving PH landscape. This paper examines the process of a semester-long PBT course, guided by the PBT STEPS framework, which includes five steps from collaboration to implementation to evaluation of a PBT course. The collaborating PHA and its student group addressed community trauma and resilience issues during the semester. Additionally, it examines the longer-term impacts after the semester for the PHA, community, and the workforce by 1) conducting a formative evaluation to understand needs and gaps in the community;2) redesigning an intervention that merged the results of the formative evaluation with the intervention developed during the semester;and 3) securing funding and resources for intervention sustainability. Through the documentation of a post-course partnership between an LHD and faculty at a large school of public health, this case study illustrates the potential for PBT to lay the foundation for ongoing research that supports more impactful interventions for PHAs while bolstering the workforce abilities of students as future practitioners.展开更多
High dropout rates in short-term job skills training programs hinder workforce development.This study applies machine learning to predict program completion while addressing class imbalance challenges.A dataset of6548...High dropout rates in short-term job skills training programs hinder workforce development.This study applies machine learning to predict program completion while addressing class imbalance challenges.A dataset of6548 records with 24 demographic,educational,program-specific,and employment-related features was analyzed.Data preprocessing involved cleaning,encoding categorical variables,and balancing the dataset using the Synthetic Minority Oversampling Technique(SMOTE),as only 15.9% of participants were dropouts.six machine learning models-Logistic Regression,Random Forest,SupportVector Machine,K-Nearest Neighbors,Naive Bayes,and XGBoost-were evaluated on both balanced and unbalanced datasets using an 80-20 train-test split.Performance was assessed using Accuracy,Precision,Recall,F1-score,and ROC-AUC.XGBoost achieved the highest performance on the balanced dataset,with an F1-score of 0.9200 and aROC-AUC of0.9684,followed by Random Forest.These findings highlight the potential of machine learning for early identification of dropout trainees,aiding in retention strategies for workforce training.The results support the integration of predictive analytics to optimize intervention efforts in short-term training programs.展开更多
Objective Allocation of human resources to address inequalities in the public health system has increasingly attracted societal and political attention.Using the Centers for Disease Control and Prevention(CDCs)system ...Objective Allocation of human resources to address inequalities in the public health system has increasingly attracted societal and political attention.Using the Centers for Disease Control and Prevention(CDCs)system of China as an example,we evaluated inequality in the public health workforce distribution across different regions in China between 2008 and 2017,with the aim of providing information for policymakers to support resource allocation and address growing health inequities.Methods We used three standard public health workforce inequality indices-Gini coefficient,Theil L,and Theil T-and spatial autocorrelation analysis to explore spatial clusters of the workforce in different provinces,visualized with geographical tools.Results The aggregate workforce-to-population ratio decreased from 1.47 to 1.42 per 10,000 population from 2008 to 2017,and was consistently lower than the National Health Commission’s(NHC)recommended critical shortage threshold of 1.75.The workforce distribution inequality indices varied by regional socioeconomic and health system development.Geographic clustering of CDCs workforce distribution was evident,with H–H and L–L clusters in western China and the Guangdong-Fujian region,respectively.Conclusions Our study addressed key issues for government and policymakers in allocation of public health human resources.There is an urgent need for careful identification of analytic questions that will help carry out public health functions in the new era,alongside policy implications for an equitable distribution of the public health workforce focusing on the western region and low–low cluster areas.展开更多
We aimed to describe the distribution of tuberculosis （TB） health workers in China and provide evidences of potential inequity for policy development. We used Lorenz curves and Gini index to characterize the distrib...We aimed to describe the distribution of tuberculosis （TB） health workers in China and provide evidences of potential inequity for policy development. We used Lorenz curves and Gini index to characterize the distribution of TB health workers by population size, geographical area and number of annual registered TB cases. An additional stratified analysis was done by three economic regions. The Gini index were 0.33 for population size, 0.62 for geographical area and 0.30 for number of registered tuberculosis cases that indicated an acceptable average, significant inequity and a relative average distribution nationwide respectively.展开更多
This paper is concerned with the optimization of the workforce scheduling for solving maintenance problems. To achieve this aim an optimsation software for (5, 7) problem was developed. The programme was written in Qu...This paper is concerned with the optimization of the workforce scheduling for solving maintenance problems. To achieve this aim an optimsation software for (5, 7) problem was developed. The programme was written in Quick Basic. The software was designed to produce a seven day schedule for organization operating a seven day week. Hence organization operating a five day schedule wishing to change to a seven day schedule we find this software very useful. The Quick-Basic computer programme was based on Alfares [1, 2] algorithm for solving (5,7) schedule problem. Data collected from Afam power station, Nigeria was used as input data. The test result shows the software is capable of determining workforce size and assigning workers to day-off pattern. The seven-day schedule produced savings of 11% maintenance labour cost when compared with the 5-day schedule currently being practiced by the Power station [3].展开更多
In modern workforce management,the demand for new ways to maximize worker satisfaction,productivity,and security levels is endless.Workforce movement data such as those source data from an access control system can su...In modern workforce management,the demand for new ways to maximize worker satisfaction,productivity,and security levels is endless.Workforce movement data such as those source data from an access control system can support this ongoing process with subsequent analysis.In this study,a solution to attaining this goal is proposed,based on the design and implementation of a data mart as part of a dimensional trajectory data warehouse(TDW)that acts as a repository for the management of movement data.A novel methodological approach is proposed for modeling multiple spatial and temporal dimensions in a logical model.The case study presented in this paper for modeling and analyzing workforce movement data is to support human resource management decision-making and the following discussion provides a representative example of the contribution of a TDW in the process of information management and decision support systems.The entire process of exporting,cleaning,consolidating,and transforming data is implemented to achieve an appropriate format for final import.Structured query language(SQL)queries demonstrate the convenience of dimensional design for data analysis,and valuable information can be extracted from the movements of employees on company premises to manage the workforce efficiently and effectively.Visual analytics through data visualization support the analysis and facilitate decisionmaking and business intelligence.展开更多
OBJECTIVE： To determine the informational consistency produced by the two most recent independent surveys and draw a conclusion whether the data would be sufficient for the National Center for Health Workforce Analys...OBJECTIVE： To determine the informational consistency produced by the two most recent independent surveys and draw a conclusion whether the data would be sufficient for the National Center for Health Workforce Analysis and Bureau of Labor and Statistics consideration. METHODS： This paper compares workforce outcomes collected by the two most prominent acupuncture entities that have produced the most useful acupuncturist workforce data （California Acupuncture Board 2015 Occupational Analysis and the National Certification Commission of Acupuncture and Oriental Medicine^2013 Job Analysis） at national and state levels. RESULTS： Findings based upon the most compatible survey questions showed the following： more than 70% of acupuncturists work fewer than 40 hours weekly; approximately 76% work in solo practice or in shared space with other acupuncturists; more than 70% of the national sample have been in practice 15 years or less; and median income is between $40 000 and $50 000. A preponderance of acupuncturists is less than 50 years of age, and fewer than 15% of all respondents have been in practice more than 20 years. CONCLUSION： Basic workforce information is a necessary precursor for conducting workforce projections. It is useful to track the expansion or contraction of any given profession. Tracking influences subsequent planning for the profession based upon reliable and valid information about its growth. The ability of the profession to collect its own workforce data is paramount to workforce projection models. Any future survey should be a shared project that follows guidelines supported by the National Center for Health Workforce Analysis.展开更多
This paper estimates the population to be influenced by China's policy of postponed retirement age and provides design strategies and suggestions in the workplace for the ageing workforce from the perspective of i...This paper estimates the population to be influenced by China's policy of postponed retirement age and provides design strategies and suggestions in the workplace for the ageing workforce from the perspective of inclusive design.First,the literature review about western design principles and practices for the ageing workforce is conducted.It is estimated that China would face approximately 100 million elderly workers in the near future with diverse physical conditions and demands.However,the design research and practices dedicated to ageing workforce in the workplace are comparatively weak in China.Inclusive design,one of the design approaches mainly focusing on ageing problems in developed countries,as well as its theory and methodology,could act as a good reference for Chinese policymakers and designers.Then based on the concept of inclusive design,a human-centered design model is established and design suggestions from four aspects are presented.Finally,two cases are further discussed to illustrate the idea of inclusive design.展开更多
We hypothesize that individuals with genetic predisposition to Substance Use Disorder (SUD) may have greater likelihood of experiencing work related accidents. We further hypothesize that high risk populations will ca...We hypothesize that individuals with genetic predisposition to Substance Use Disorder (SUD) may have greater likelihood of experiencing work related accidents. We further hypothesize that high risk populations will carry single or multiple polymorphisms associated with brain reward circuitry and/or brain reward cascade, including: Dopaminergic (i.e. DRD2 receptor genes);Serotonergic (i.e. 5-HTT2 receptor genes);Endorphinergic (i.e. pre-enkephalin genes);Gabergic (i.e. GABAA receptor genes);Neurotransmitter Metabolizing genes (i.e. MAO and COMT genes) among others (GARSRXTM). Analgesic addiction as well as “pseudoaddiction” must be treated to improve pain control and its management. We propose that non-pharmacological alternatives to pain relief, in high risk, addiction-prone individuals, are Electrotherapeutic Device(s) and Programs. We further propose patented KB220Z, a nutraceutical designed to release dopamine at the nucleus accumbens, will reduce craving behavior, in genetically programmed individuals. By utilizing both alternatives in DNA analyzed injured workers, a reduction in analgesic addiction (genuine or pseudo) leads to improved health and quicker return to work. We also hypothesize that this novel approach will impact costs related to injuries in the workforce. Effective management of chronic pain, especially in high addiction-prone workforce populations, is possible in spite of being particularly elusive. A series of factors encumber pain assessment and management, including analgesia addiction, pharmacogenomic response to pain medications, and genetically inherited factors involving gene polymorphisms. Additional research is required to test these stipulated hypotheses related to genetic proneness to addiction, but also proneness to accidents in the workplace and reduction of craving behavior. Our hypothesis that genotyping coupled with both KB220ZTM and the pharmaceutical-free Electrotherapy, will reduce iatrogenic induced analgesia addiction. This approach will achieve attainable effective pain management and quicker return to work. We propose outcomes such as the Reward Deficiency System SolutionTM may become an adjunct in the war against iatrogenic pain medication addiction.展开更多
Traditionally, organizations assume that compensation/pay and monetary benefits are what all employees need to work harder, be productive, or remain with the company. According to Abraham Maslow, within every person i...Traditionally, organizations assume that compensation/pay and monetary benefits are what all employees need to work harder, be productive, or remain with the company. According to Abraham Maslow, within every person is a hierarchy of five needs： physiological needs, safety needs, social needs, esteem needs, and self-actualization needs Organizations must be able to identify what employees desire to secure optimum performance and to meet the needs of both employees and employers. This research focuses on the generational gap and the significance of intrinsic and extrinsic rewards in the workforce. The purpose and objective of this research are to test the significance of monetary versus non-monetary rewards among the different generations in the organization. A self-designed questionnaire distributed to a multi-generational group of employees of selected organizations was used to collect the analyzed data. Sixty-five （65%） responses were obtained. Secondary data were used to elucidate the needs in this area of study. Because the workforce is predicted to become more diverse in terms of age, organizations will be unlikely to implement one set of rewards for the multiple generations. This is due to the differing expectations and requirements among the generations. However, the results indicate no significant difference in monetary versus non-monetary rewards among the different generations in the workforce.展开更多
Earlier analyses of transitions from licensed practical nurse (LPN) to registered nurse (RN) in the North Carolina (NC) nursing workforce in terms of 11 categorical predictors were limited by not considering parsimoni...Earlier analyses of transitions from licensed practical nurse (LPN) to registered nurse (RN) in the North Carolina (NC) nursing workforce in terms of 11 categorical predictors were limited by not considering parsimonious classifications based on these predictors and by substantial amounts of missing data. To address these issues, we formulated adaptive classification methods. Secondary analyses of data collected by the NC State Board of Nursing were also conducted to demonstrate adaptive classification methods by modeling the occurrence of LPN-to-RN transitions in the NC nursing workforce from 2001-2013. These methods combine levels (values) for one or more categorical predictors into parsimonious classifications. Missing values for a predictor are treated as one level for that predictor so that the complete data can be used in the analyses;the missing level is imputed by combining it with other levels of a predictor. An adaptive nested classification generated the best model for predicting an LPN-to-RN transition based on three predictors in order of importance: year of first LPN licensure, work setting at transition, and age at first LPN licensure. These results demonstrate that adaptive classification can identify effective and parsimonious classifications for predicting dichotomous outcomes such as the occurrence of an LPN-to-RN transition.展开更多
Background: Tinnitus is the phantom aural perception of sound lacking an exterior stimulus, a sub-type of auditory hallucination and it is a common sensation among noise-exposed employees. It is a symptom, not an illn...Background: Tinnitus is the phantom aural perception of sound lacking an exterior stimulus, a sub-type of auditory hallucination and it is a common sensation among noise-exposed employees. It is a symptom, not an illness. Tinnitus can be extremely perplexing for its subjects and it may perhaps dis-turb their health-related quality of life (HR-QoL) if exposed to extreme noises in many ways. Objective: This study is intended to discover the effects and pattern of tinnitus on health-related quality of life (HR-QoL) amid noise-exposed saw mill workforces. Method: This study was a prospective and public-centered cross-sectional study, including 510 sawmill personnel. 510 directorial staff was used as the control. Health-related quality of life (HR-QoL) of all subjects was assessed with the WHO Quality of Life brief questionnaire. Self-reported tinnitus morbidity was assessed by means of the Tinnitus Handicap Inventory. A correlation was established amid health-related quality of life scores and tinnitus severity scores. Result: There were 510 sawmill employees enlisted into the study, out of which 490 were men and 20 were women with control of the same age and sex. The mean age was 36.85 ± 7.68 years for the sawmill workers and 35.75 ± 8.65 years for the control group (t = 1.02, P = 0.275). The mean tinnitus score for the sawmill workers was 20.80 ± 2.56. Out of the 510 sawmill workers, 52 (10.2%) had tinnitus and one of the controls had tinnitus. The mean health-related quality of life scores were 62.20 ± 8.62 and 72.56 ± 5.98 for the sawmill workers and control group respectively. There was a substantial and remarkable difference between the health-related quality of life of the sawmill workers and the control group (P Conclusion: The prevalence of tinnitus from this study was found to be 10.20% and an upsurge in tinnitus rigorousness was seen to be related with a substantial drop in physical, psychological and social domains of the health related quality of life. We highly endorse hearing conservation programmes and use of personal protective equipments for sawmills workers which will aid to decrease the effects of exposure to loud noise. Those sawmill labors already having tinnitus must attempt to go for treatment.展开更多
The international movement of workers and the inflow/outflow of immigrants are increasing, the term immigrant communities which country in the world is more familiar. Also, the country that accumulated a history of im...The international movement of workers and the inflow/outflow of immigrants are increasing, the term immigrant communities which country in the world is more familiar. Also, the country that accumulated a history of immigration over decades have been promoted while continuously changing the integration policies for immigrants. The immigration into home country such as the married immigrant women, etc. is constantly increasing in South Korea that had a homogeneous culture. While, it is continued to the overseas movement of young people looking for opportunities in foreign rather than domestic. In South Korea, the multi-cultural families are increasing together with the immigration of foreign workers, the marriage immigrants, etc. in accordance with the globalization of capital and labor, and the multi-cultural society is being formed in accordance with the influx of alien culture and various religious. In this paper, it explored the trends and the future outlook for the multi-cultural workforce in these dimensions. Also, in a multi-cultural society, it suggested the implications and the future assignments for the new changes in the education ＆ training and the employment in order to improve the quality of life and to use as the production entities of multi-cultural workforce.展开更多
Determining the size of maintenance workforce is an essential element of maintenance planning. It is important for performing maintenance programs perfectly. However, it is a complex and challenging problem since it i...Determining the size of maintenance workforce is an essential element of maintenance planning. It is important for performing maintenance programs perfectly. However, it is a complex and challenging problem since it involves the consideration of several important factors. The mathematical model developed in this paper aims at finding out the optimal size of the maintenance workforce taking into account all of the important factors that affect this size. It is based on determining the needed number of workers with different skill levels and from different sources to meet maintenance workload of different grades that is to be performed in a specified planning horizon with minimum cost acquired.展开更多
Due to recent legislative incentives and a general change in the public eye towards environmental and energy issues, a renewed interest in building nuclear power plants has taken place in the U.S. The Nuclear Regulato...Due to recent legislative incentives and a general change in the public eye towards environmental and energy issues, a renewed interest in building nuclear power plants has taken place in the U.S. The Nuclear Regulatory Commission has also recently given approvals to build four nuclear reactors in two southeast states, which further indicates the resurging interest in nuclear power in the U.S. Such approvals, however, do not specifically address the impact on having a constrained labor force when manufacturing and constructing multiple reactors. Key findings include the comparison of a constrained and unconstrained workforce on construction and manufacturing completion times, the identification of peak labor requirements based on different construction schedules, and the development of training estimates to ensure the workforce and industry are prepared for the new jobs being created. Results suggest that a shorter planned construction timeline is effective when the workforce is moderately constrained to unconstrained. However, with a severely-constrained starting workforce, a longer construction timeline is preferred. For multiple reactor plans, spreading out the construction start dates outperforms all other construction start date schedules. In particular, heavily compressed start dates could effectively kill a resurgent nuclear industry, especially if workforce expansion is not pursued simultaneously.展开更多
A decline in the number of construction engineers and inspectors at state transportation agencies(STAs)to manage the ever-increasing lane miles has emphasized the importance of workforce planning in these agencies.For...A decline in the number of construction engineers and inspectors at state transportation agencies(STAs)to manage the ever-increasing lane miles has emphasized the importance of workforce planning in these agencies.Forecasting workforce requirements is crucial for effective planning in any industry or agency.This study developed machine learning(ML)models to estimate the person-hour requirements of STAs at the project level.The Arkansas Department of Transportation(ARDOT)was used as a case study,using its employee and project details data between 2012 and 2021.ML regression models ranging from linear,tree ensembles,kernel-based,and neural network-based models were developed.These models were compared based on the accuracy of their predictions,the time taken for train-ing the models and their prediction time.Predictions were tested based on the K-fold cross validation technique.The results indicated a high performance from the random forest regression model,a tree ensemble with bagging,which recorded a mean R-squared value of 0.91.Other ML models such as an ensemble neural network model and the linear models also proved to be fit for the problem,attaining R squared value as high as 0.80 and 0.78,respectively.These findings underscore the capability of ML models to provide more accu-rate workforce demand forecasts for STAs and the construction industry.This enhanced accuracy in workforce planning will contribute to improved resource allocation and management.展开更多
Extreme heat events,intensified by climate change,pose critical challenges to public health,infrastructure,and workforce resilience.Despite the urgency of these challenges,there is no systematic framework to identify ...Extreme heat events,intensified by climate change,pose critical challenges to public health,infrastructure,and workforce resilience.Despite the urgency of these challenges,there is no systematic framework to identify workforce adaptive capacities that can help build regional heat resilience.This study introduces a novel large language model assisted approach,using task-level data from the O^(*)NET dataset,to identify workforce capacities that enhance heat resilience.By defining heat-solution tasks as activities mitigating heat impacts,protecting public health,or improving infrastructure,we classify heat-solution occupations and dual-impact occupations,which are both vulnerable to heat and critical to heat resilience.A case study of the state of Arizona in the United States analyzed 16,398 tasks across 663 occupations,identifying 110 heat-solution occupations(about 14%of Arizona’workforce)and 31 dual-impact occupations.The study reveals how energy-relevant occupations,such as HVAC technicians,solar installers,and retrofit specialists,contribute to climate adaptation,linking occupa-tional roles to the clean energy transition and resilient infrastructure.By leveraging large language models,our method provides a scalable,AI-powered tool to analyze workforce data and identify capacities necessary for energy efficiency and hazard resilience.The findings not only demonstrate the potential of large language models in workforce analysis but also contributed to shaping Arizona’s first Extreme Heat Preparedness Plan.This study offers a scalable method to uncover latent capacities and informs policies on workforce development,safety regulations,and climate-resilient infrastructure,serving as a model for other regions facing similar challenges.展开更多
文摘Demography plays a fundamental role in shaping the landscape of human resources.The interdependent relationship between these two fields is observable in the workforce composition,labor market trends,talent management strategies and on learning.Changes perceived in demographic changes are shaping and transforming human resources management.In an era marked by demographic shifts,technological advancements,and evolving work preferences,organizations are facing the need to understand and adapt to the changing demographics to effectively manage their human resources.This article explores how demography influences human resource(HR)with a special highlight on the management of multigenerational workforce.
文摘The pandemic highlighted significant gaps in the public health infrastructure impacted by shortages of public health workers, an undertrained workforce, and years of disinvestment. These gaps required innovative problem-solving by public health agencies (PHAs), including local health departments (LHDs), to respond to rapidly changing community conditions during and after the pandemic. Many schools and programs of public health (SPPH) worked with PHAs to mobilize public health (PH) students through practice-based teaching (PBT). Current research indicates PBT benefits all stakeholders—PHAs, students, faculty, SPPH, and ultimately the community served. However, more research is needed on the utility of PBT in addressing a community’s systemic public health issues, the extent to which the academic-community collaboration enhances a PHA’s capacity, and the impact of the pedagogy on preparing the workforce for an evolving PH landscape. This paper examines the process of a semester-long PBT course, guided by the PBT STEPS framework, which includes five steps from collaboration to implementation to evaluation of a PBT course. The collaborating PHA and its student group addressed community trauma and resilience issues during the semester. Additionally, it examines the longer-term impacts after the semester for the PHA, community, and the workforce by 1) conducting a formative evaluation to understand needs and gaps in the community;2) redesigning an intervention that merged the results of the formative evaluation with the intervention developed during the semester;and 3) securing funding and resources for intervention sustainability. Through the documentation of a post-course partnership between an LHD and faculty at a large school of public health, this case study illustrates the potential for PBT to lay the foundation for ongoing research that supports more impactful interventions for PHAs while bolstering the workforce abilities of students as future practitioners.
文摘High dropout rates in short-term job skills training programs hinder workforce development.This study applies machine learning to predict program completion while addressing class imbalance challenges.A dataset of6548 records with 24 demographic,educational,program-specific,and employment-related features was analyzed.Data preprocessing involved cleaning,encoding categorical variables,and balancing the dataset using the Synthetic Minority Oversampling Technique(SMOTE),as only 15.9% of participants were dropouts.six machine learning models-Logistic Regression,Random Forest,SupportVector Machine,K-Nearest Neighbors,Naive Bayes,and XGBoost-were evaluated on both balanced and unbalanced datasets using an 80-20 train-test split.Performance was assessed using Accuracy,Precision,Recall,F1-score,and ROC-AUC.XGBoost achieved the highest performance on the balanced dataset,with an F1-score of 0.9200 and aROC-AUC of0.9684,followed by Random Forest.These findings highlight the potential of machine learning for early identification of dropout trainees,aiding in retention strategies for workforce training.The results support the integration of predictive analytics to optimize intervention efforts in short-term training programs.
基金funded by China CDC’s Public Health and Emergency Response Mechanism Programme[131031001000150001]。
文摘Objective Allocation of human resources to address inequalities in the public health system has increasingly attracted societal and political attention.Using the Centers for Disease Control and Prevention(CDCs)system of China as an example,we evaluated inequality in the public health workforce distribution across different regions in China between 2008 and 2017,with the aim of providing information for policymakers to support resource allocation and address growing health inequities.Methods We used three standard public health workforce inequality indices-Gini coefficient,Theil L,and Theil T-and spatial autocorrelation analysis to explore spatial clusters of the workforce in different provinces,visualized with geographical tools.Results The aggregate workforce-to-population ratio decreased from 1.47 to 1.42 per 10,000 population from 2008 to 2017,and was consistently lower than the National Health Commission’s(NHC)recommended critical shortage threshold of 1.75.The workforce distribution inequality indices varied by regional socioeconomic and health system development.Geographic clustering of CDCs workforce distribution was evident,with H–H and L–L clusters in western China and the Guangdong-Fujian region,respectively.Conclusions Our study addressed key issues for government and policymakers in allocation of public health human resources.There is an urgent need for careful identification of analytic questions that will help carry out public health functions in the new era,alongside policy implications for an equitable distribution of the public health workforce focusing on the western region and low–low cluster areas.
基金supported by Ministry of Health,China and the Swedish International Development Cooperation Agency granted project "Evidence for Policy and Implementation (EPI-4) Intensifying efforts to achieve the health-related MDGs in four countries with developing economies"
文摘We aimed to describe the distribution of tuberculosis （TB） health workers in China and provide evidences of potential inequity for policy development. We used Lorenz curves and Gini index to characterize the distribution of TB health workers by population size, geographical area and number of annual registered TB cases. An additional stratified analysis was done by three economic regions. The Gini index were 0.33 for population size, 0.62 for geographical area and 0.30 for number of registered tuberculosis cases that indicated an acceptable average, significant inequity and a relative average distribution nationwide respectively.
文摘This paper is concerned with the optimization of the workforce scheduling for solving maintenance problems. To achieve this aim an optimsation software for (5, 7) problem was developed. The programme was written in Quick Basic. The software was designed to produce a seven day schedule for organization operating a seven day week. Hence organization operating a five day schedule wishing to change to a seven day schedule we find this software very useful. The Quick-Basic computer programme was based on Alfares [1, 2] algorithm for solving (5,7) schedule problem. Data collected from Afam power station, Nigeria was used as input data. The test result shows the software is capable of determining workforce size and assigning workers to day-off pattern. The seven-day schedule produced savings of 11% maintenance labour cost when compared with the 5-day schedule currently being practiced by the Power station [3].
文摘In modern workforce management,the demand for new ways to maximize worker satisfaction,productivity,and security levels is endless.Workforce movement data such as those source data from an access control system can support this ongoing process with subsequent analysis.In this study,a solution to attaining this goal is proposed,based on the design and implementation of a data mart as part of a dimensional trajectory data warehouse(TDW)that acts as a repository for the management of movement data.A novel methodological approach is proposed for modeling multiple spatial and temporal dimensions in a logical model.The case study presented in this paper for modeling and analyzing workforce movement data is to support human resource management decision-making and the following discussion provides a representative example of the contribution of a TDW in the process of information management and decision support systems.The entire process of exporting,cleaning,consolidating,and transforming data is implemented to achieve an appropriate format for final import.Structured query language(SQL)queries demonstrate the convenience of dimensional design for data analysis,and valuable information can be extracted from the movements of employees on company premises to manage the workforce efficiently and effectively.Visual analytics through data visualization support the analysis and facilitate decisionmaking and business intelligence.
基金supported in part by a stipend from the National Certification Commission of Acupuncture and Oriental Medicine
文摘OBJECTIVE： To determine the informational consistency produced by the two most recent independent surveys and draw a conclusion whether the data would be sufficient for the National Center for Health Workforce Analysis and Bureau of Labor and Statistics consideration. METHODS： This paper compares workforce outcomes collected by the two most prominent acupuncture entities that have produced the most useful acupuncturist workforce data （California Acupuncture Board 2015 Occupational Analysis and the National Certification Commission of Acupuncture and Oriental Medicine^2013 Job Analysis） at national and state levels. RESULTS： Findings based upon the most compatible survey questions showed the following： more than 70% of acupuncturists work fewer than 40 hours weekly; approximately 76% work in solo practice or in shared space with other acupuncturists; more than 70% of the national sample have been in practice 15 years or less; and median income is between $40 000 and $50 000. A preponderance of acupuncturists is less than 50 years of age, and fewer than 15% of all respondents have been in practice more than 20 years. CONCLUSION： Basic workforce information is a necessary precursor for conducting workforce projections. It is useful to track the expansion or contraction of any given profession. Tracking influences subsequent planning for the profession based upon reliable and valid information about its growth. The ability of the profession to collect its own workforce data is paramount to workforce projection models. Any future survey should be a shared project that follows guidelines supported by the National Center for Health Workforce Analysis.
基金Supported by the Shanghai Education Science Research Program(C17067)
文摘This paper estimates the population to be influenced by China's policy of postponed retirement age and provides design strategies and suggestions in the workplace for the ageing workforce from the perspective of inclusive design.First,the literature review about western design principles and practices for the ageing workforce is conducted.It is estimated that China would face approximately 100 million elderly workers in the near future with diverse physical conditions and demands.However,the design research and practices dedicated to ageing workforce in the workplace are comparatively weak in China.Inclusive design,one of the design approaches mainly focusing on ageing problems in developed countries,as well as its theory and methodology,could act as a good reference for Chinese policymakers and designers.Then based on the concept of inclusive design,a human-centered design model is established and design suggestions from four aspects are presented.Finally,two cases are further discussed to illustrate the idea of inclusive design.
文摘We hypothesize that individuals with genetic predisposition to Substance Use Disorder (SUD) may have greater likelihood of experiencing work related accidents. We further hypothesize that high risk populations will carry single or multiple polymorphisms associated with brain reward circuitry and/or brain reward cascade, including: Dopaminergic (i.e. DRD2 receptor genes);Serotonergic (i.e. 5-HTT2 receptor genes);Endorphinergic (i.e. pre-enkephalin genes);Gabergic (i.e. GABAA receptor genes);Neurotransmitter Metabolizing genes (i.e. MAO and COMT genes) among others (GARSRXTM). Analgesic addiction as well as “pseudoaddiction” must be treated to improve pain control and its management. We propose that non-pharmacological alternatives to pain relief, in high risk, addiction-prone individuals, are Electrotherapeutic Device(s) and Programs. We further propose patented KB220Z, a nutraceutical designed to release dopamine at the nucleus accumbens, will reduce craving behavior, in genetically programmed individuals. By utilizing both alternatives in DNA analyzed injured workers, a reduction in analgesic addiction (genuine or pseudo) leads to improved health and quicker return to work. We also hypothesize that this novel approach will impact costs related to injuries in the workforce. Effective management of chronic pain, especially in high addiction-prone workforce populations, is possible in spite of being particularly elusive. A series of factors encumber pain assessment and management, including analgesia addiction, pharmacogenomic response to pain medications, and genetically inherited factors involving gene polymorphisms. Additional research is required to test these stipulated hypotheses related to genetic proneness to addiction, but also proneness to accidents in the workplace and reduction of craving behavior. Our hypothesis that genotyping coupled with both KB220ZTM and the pharmaceutical-free Electrotherapy, will reduce iatrogenic induced analgesia addiction. This approach will achieve attainable effective pain management and quicker return to work. We propose outcomes such as the Reward Deficiency System SolutionTM may become an adjunct in the war against iatrogenic pain medication addiction.
文摘Traditionally, organizations assume that compensation/pay and monetary benefits are what all employees need to work harder, be productive, or remain with the company. According to Abraham Maslow, within every person is a hierarchy of five needs： physiological needs, safety needs, social needs, esteem needs, and self-actualization needs Organizations must be able to identify what employees desire to secure optimum performance and to meet the needs of both employees and employers. This research focuses on the generational gap and the significance of intrinsic and extrinsic rewards in the workforce. The purpose and objective of this research are to test the significance of monetary versus non-monetary rewards among the different generations in the organization. A self-designed questionnaire distributed to a multi-generational group of employees of selected organizations was used to collect the analyzed data. Sixty-five （65%） responses were obtained. Secondary data were used to elucidate the needs in this area of study. Because the workforce is predicted to become more diverse in terms of age, organizations will be unlikely to implement one set of rewards for the multiple generations. This is due to the differing expectations and requirements among the generations. However, the results indicate no significant difference in monetary versus non-monetary rewards among the different generations in the workforce.
文摘Earlier analyses of transitions from licensed practical nurse (LPN) to registered nurse (RN) in the North Carolina (NC) nursing workforce in terms of 11 categorical predictors were limited by not considering parsimonious classifications based on these predictors and by substantial amounts of missing data. To address these issues, we formulated adaptive classification methods. Secondary analyses of data collected by the NC State Board of Nursing were also conducted to demonstrate adaptive classification methods by modeling the occurrence of LPN-to-RN transitions in the NC nursing workforce from 2001-2013. These methods combine levels (values) for one or more categorical predictors into parsimonious classifications. Missing values for a predictor are treated as one level for that predictor so that the complete data can be used in the analyses;the missing level is imputed by combining it with other levels of a predictor. An adaptive nested classification generated the best model for predicting an LPN-to-RN transition based on three predictors in order of importance: year of first LPN licensure, work setting at transition, and age at first LPN licensure. These results demonstrate that adaptive classification can identify effective and parsimonious classifications for predicting dichotomous outcomes such as the occurrence of an LPN-to-RN transition.
文摘Background: Tinnitus is the phantom aural perception of sound lacking an exterior stimulus, a sub-type of auditory hallucination and it is a common sensation among noise-exposed employees. It is a symptom, not an illness. Tinnitus can be extremely perplexing for its subjects and it may perhaps dis-turb their health-related quality of life (HR-QoL) if exposed to extreme noises in many ways. Objective: This study is intended to discover the effects and pattern of tinnitus on health-related quality of life (HR-QoL) amid noise-exposed saw mill workforces. Method: This study was a prospective and public-centered cross-sectional study, including 510 sawmill personnel. 510 directorial staff was used as the control. Health-related quality of life (HR-QoL) of all subjects was assessed with the WHO Quality of Life brief questionnaire. Self-reported tinnitus morbidity was assessed by means of the Tinnitus Handicap Inventory. A correlation was established amid health-related quality of life scores and tinnitus severity scores. Result: There were 510 sawmill employees enlisted into the study, out of which 490 were men and 20 were women with control of the same age and sex. The mean age was 36.85 ± 7.68 years for the sawmill workers and 35.75 ± 8.65 years for the control group (t = 1.02, P = 0.275). The mean tinnitus score for the sawmill workers was 20.80 ± 2.56. Out of the 510 sawmill workers, 52 (10.2%) had tinnitus and one of the controls had tinnitus. The mean health-related quality of life scores were 62.20 ± 8.62 and 72.56 ± 5.98 for the sawmill workers and control group respectively. There was a substantial and remarkable difference between the health-related quality of life of the sawmill workers and the control group (P Conclusion: The prevalence of tinnitus from this study was found to be 10.20% and an upsurge in tinnitus rigorousness was seen to be related with a substantial drop in physical, psychological and social domains of the health related quality of life. We highly endorse hearing conservation programmes and use of personal protective equipments for sawmills workers which will aid to decrease the effects of exposure to loud noise. Those sawmill labors already having tinnitus must attempt to go for treatment.
文摘The international movement of workers and the inflow/outflow of immigrants are increasing, the term immigrant communities which country in the world is more familiar. Also, the country that accumulated a history of immigration over decades have been promoted while continuously changing the integration policies for immigrants. The immigration into home country such as the married immigrant women, etc. is constantly increasing in South Korea that had a homogeneous culture. While, it is continued to the overseas movement of young people looking for opportunities in foreign rather than domestic. In South Korea, the multi-cultural families are increasing together with the immigration of foreign workers, the marriage immigrants, etc. in accordance with the globalization of capital and labor, and the multi-cultural society is being formed in accordance with the influx of alien culture and various religious. In this paper, it explored the trends and the future outlook for the multi-cultural workforce in these dimensions. Also, in a multi-cultural society, it suggested the implications and the future assignments for the new changes in the education ＆ training and the employment in order to improve the quality of life and to use as the production entities of multi-cultural workforce.
文摘Determining the size of maintenance workforce is an essential element of maintenance planning. It is important for performing maintenance programs perfectly. However, it is a complex and challenging problem since it involves the consideration of several important factors. The mathematical model developed in this paper aims at finding out the optimal size of the maintenance workforce taking into account all of the important factors that affect this size. It is based on determining the needed number of workers with different skill levels and from different sources to meet maintenance workload of different grades that is to be performed in a specified planning horizon with minimum cost acquired.
文摘Due to recent legislative incentives and a general change in the public eye towards environmental and energy issues, a renewed interest in building nuclear power plants has taken place in the U.S. The Nuclear Regulatory Commission has also recently given approvals to build four nuclear reactors in two southeast states, which further indicates the resurging interest in nuclear power in the U.S. Such approvals, however, do not specifically address the impact on having a constrained labor force when manufacturing and constructing multiple reactors. Key findings include the comparison of a constrained and unconstrained workforce on construction and manufacturing completion times, the identification of peak labor requirements based on different construction schedules, and the development of training estimates to ensure the workforce and industry are prepared for the new jobs being created. Results suggest that a shorter planned construction timeline is effective when the workforce is moderately constrained to unconstrained. However, with a severely-constrained starting workforce, a longer construction timeline is preferred. For multiple reactor plans, spreading out the construction start dates outperforms all other construction start date schedules. In particular, heavily compressed start dates could effectively kill a resurgent nuclear industry, especially if workforce expansion is not pursued simultaneously.
基金supported by the Arkansas Department of Transportation under contract TRC2101.
文摘A decline in the number of construction engineers and inspectors at state transportation agencies(STAs)to manage the ever-increasing lane miles has emphasized the importance of workforce planning in these agencies.Forecasting workforce requirements is crucial for effective planning in any industry or agency.This study developed machine learning(ML)models to estimate the person-hour requirements of STAs at the project level.The Arkansas Department of Transportation(ARDOT)was used as a case study,using its employee and project details data between 2012 and 2021.ML regression models ranging from linear,tree ensembles,kernel-based,and neural network-based models were developed.These models were compared based on the accuracy of their predictions,the time taken for train-ing the models and their prediction time.Predictions were tested based on the K-fold cross validation technique.The results indicated a high performance from the random forest regression model,a tree ensemble with bagging,which recorded a mean R-squared value of 0.91.Other ML models such as an ensemble neural network model and the linear models also proved to be fit for the problem,attaining R squared value as high as 0.80 and 0.78,respectively.These findings underscore the capability of ML models to provide more accu-rate workforce demand forecasts for STAs and the construction industry.This enhanced accuracy in workforce planning will contribute to improved resource allocation and management.
基金Arizona State University’s Knowledge Exchange for Resilience(KER)and Decision Theater for their support and funding of this research.
文摘Extreme heat events,intensified by climate change,pose critical challenges to public health,infrastructure,and workforce resilience.Despite the urgency of these challenges,there is no systematic framework to identify workforce adaptive capacities that can help build regional heat resilience.This study introduces a novel large language model assisted approach,using task-level data from the O^(*)NET dataset,to identify workforce capacities that enhance heat resilience.By defining heat-solution tasks as activities mitigating heat impacts,protecting public health,or improving infrastructure,we classify heat-solution occupations and dual-impact occupations,which are both vulnerable to heat and critical to heat resilience.A case study of the state of Arizona in the United States analyzed 16,398 tasks across 663 occupations,identifying 110 heat-solution occupations(about 14%of Arizona’workforce)and 31 dual-impact occupations.The study reveals how energy-relevant occupations,such as HVAC technicians,solar installers,and retrofit specialists,contribute to climate adaptation,linking occupa-tional roles to the clean energy transition and resilient infrastructure.By leveraging large language models,our method provides a scalable,AI-powered tool to analyze workforce data and identify capacities necessary for energy efficiency and hazard resilience.The findings not only demonstrate the potential of large language models in workforce analysis but also contributed to shaping Arizona’s first Extreme Heat Preparedness Plan.This study offers a scalable method to uncover latent capacities and informs policies on workforce development,safety regulations,and climate-resilient infrastructure,serving as a model for other regions facing similar challenges.
